Brasfield & Gorrie

Human Resources Business Partner

Location US-TN-Nashville
Job ID


The Human Resources Business Partner (HRBP) role is both hands-on and strategic and provides expertise in the areas of employee relations, workforce planning, performance management, compensation, employee retention, coaching/development, conflict management and ad hoc projects as necessary.


Responsibilities and Essential Duties include the following (other duties may be assigned):

  • Partner with HR leadership team to execute strategic initiatives for the Talent Management team
  • Help lead at least one project related to the team’s annual strategic initiatives
  • Develop and continually strengthen relationships with department/division leadership and employees within assigned departments or region
  • Develop, maintain and demonstrate working knowledge of the business and take a consultative approach with assigned teams – anticipate, assess and provide creative HR solutions to meet business needs especially surrounding people strategy
  • Provide guidance on promotions, performance management/talent development and help managers prepare for performance reviews
  • Maintain a strong pulse on employee engagement in the team’s they serve; analyze trends and metrics of employee exits and provide potential solutions and recommendations for employee retention
  • Serve as first point of contact for employee relations issues within assigned departments or regions
  • Assist managers with the execution of people strategy, including providing guidance to department/division leadership on department/division restructuring and succession planning that will ensure Brasfield & Gorrie’s long-term success (talent in the right role at the right time)
  • Facilitate the talent review process for assigned teams and ensure it aligns with Brasfield & Gorrie’s organizational growth (follow up and help with any action items created during talent reviews, check in with managers to ensure their completion)
  • Identify training needs within the teams and serve as a liaison between departments/divisions and the Learning and Development team
  • Advise, coach and guide leadership to develop positive ways to engage, lead and develop their teams
  • Partner with department leadership to review and/or create title matrixes for work teams; ensure title matrix creates growth path for employees
  • Conduct exit interviews and evaluate and discuss trends with the HRBP team
  • Communicate HR policies and procedures to employees
  • Attend department/division meetings to provide HR updates
  • Assist with the administration and maintenance of SuccessFactors and provide help to managers and employees within designated teams especially with the Performance and Talent Reviews modules
  • Identify recruiting needs and assist manager with hiring timeline (people forecasting)
  • Consult with managers on hiring and integrating experienced industry professionals into a previously established teams (compensation compression, reporting structure, work duties, mentors, shared roles, )

Education - Skills - Knowledge - Qualifications & Experience

  • Bachelor’s degree or higher in Human Resource Management or related field
  • 7- 12 years of work experience in Human Resources, preferably talent management
  • Working knowledge of HR practices, policies and procedures (including compensation, employee relations, and talent management)
  • Working knowledge of HRIS systems
  • Subject matter expertise in at least one talent management area of functional knowledge
  • Excellent verbal and written communication skills
  • Proven ability to establish and maintain strong working relationships
  • Great problem-solving skills
  • Customer service mindset and approach
  • Excellent listening skills
  • Ability to multi-task, meet established deadlines and achieve desired results


The above description covers the principal duties and responsibilities of the job. The description shall not, however, be construed as a complete listing of all miscellaneous, incidental, or similar duties which may be required from day-to-day. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.


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